4: Needs theory of motivation

• What is the study of motivation to work concerned with?


  why people initiate behaviour and effort at work, and the processes that determine its intensity, direction towards goals, and maintenance over time.
• What is motivation?


  the driving force within individuals that impels them to action. The driving force is a function of unfulfilled need... individuals therefore take action to fulfill the needs and thus relieve themselves of the tension
• THE NEEDS THEORY: maslow's hierarchy of needs

  1. self-actualisation

  2. esteem

  3. love and belonging

  4. safety needs

  5. psychological needs

  
• The needs theory in motivation


  People are motivated to fulfill the needs in a series of sequential steps

  higher needs become dominant [not eliminated] as lower ones become satisfied
• What are the two managerial implications of the needs theory in terms of motivation?


  1) higher order needs and lower order needs are not mutually exclusive

  2) importance of correctly identifying job characteristics that relate to different needs for different [groups] of employees at different times
• existence needs


  Maslow's physiological and safety needs
• What is Alderfer's ERG Theory?


  Existence needs

  Relatedness needs

  Growth needs

  
  

  believed people are motivated by all 3 simutaneously, but at varying degrees at each time
• relatedness needs

  social and esteem needs of maslow
• growth needs

  esteem and self-actualisation
• What is Herzberg's Two Factor Theory


  (Motivation -hygiene theory)
• Motivators: herzberg


  features of work which enable the individual to grow psychologically
• hygiene factors


  Aspects of work environment ... cannot motivate one to put extra effort
• Hygiene factors explained

  extrinsic motivators

  
  

  e.g pay, work conditions, quality of supervision

  
  

  when NOT met= can cause dissatisfaction
• Motivators explained

  intrinsic motivators

  
  

  e.g) achievement, recognition, placement and promotion, nature of work

  
  

  promote satisfaction
• What are the managerial implications of the herzberg theory?


  Not enough to reduce dissatisfaction
• SUMMARY of herzberg theory


  satisfaction is not the opposite of dissatisfaction

  motivators influence satisfaction and are intrinsic to work

  Hygiene factors influence dissatisfaction and are extrinsic to the work

  change the nature and content of the work to increase satisfaction (i.e motivators)

  change the environment to prevent dissatisfaction (hygiene factors)

  First change hygiene then motivators
• The importance of motivation:


  Performance is a function of both ability, personality and motivation
• How are people motivated: different perspectives on motivation


  to satisfy needs

  by personal traits

  by external stimuli

  in response to cognition of their work environment

  by perceptions of fairness and justice

  by characteristics of their job